{ "media_type": "text", "post_content": "Who has successfully made transparent gender disparities in salary, resources, support, BD dollars, opportunities? We know it exists-who the favorites are and how they are taken care of. The question remains how it can persist unabated in this day and age.", "post_id": "60fb398bb195ad00215f424b", "reply_count": 3, "vote_count": 1, "bowl_id": "5df70ed2f7169f002b172d3f", "bowl_name": "Big Law" }

Who has successfully made transparent gender disparities in salary, resources, support, BD dollars, opportunities? We know it exists-who the favorites are and how they are taken care of. The question remains how it can persist unabated in this day and age.

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How do you know the favorites are favorites because of their gender and not another factor? At my firm we have affirmative action that works in the opposite direction at the partner level (of which I approve).

What does this mean? I'm totally unfamiliar with what affirmative action looks like in law firms and what it entails in terms of partners.

I mean people receiving promotion based (in part) on underrepresented status.

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